Conclusion

Two final thoughts to keep in mind as you implement a performance management system

- If it's a best practice, measure it.

Many best practices are adopted wholesale and put into practice. But, as we saw in the coaching results survey, the visible practice is not the only factor contributing to a successful result. In addition, when people learn new skills they are often uncomfortable and their ability to perform a new skill is low. By measuring the application of the skill you?ll be able to know whether the practice is producing the desired result. If it is not, you need to understand why, make adjustments, and support employees through the difficult period of new skill application.

- Keep it simple.

A CEO's greatest concern about Performance Management is that it will be too complex. The performance management system must be intuitive to understand, require little training to use, and provide useful results for employees and managers. With Performance Management there is often the urge to implement a software solution as a starting point. While an automated system can create leverage once sound practices are in place, it can be detrimental in the initial phases of implementing Performance Management and will not produce the quick, early wins needed to engage business managers.

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